NLRB - Region 16https://www.nlrb.gov/regions/region-16
enRemembering Jerome Avedon, Former Fort Worth Regional Attorneyhttps://www.nlrb.gov/news-outreach/news-story/remembering-jerome-avedon-former-fort-worth-regional-attorney
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Former Regional Attorney Jerome Avedon passed away on Tuesday, October 6, 2015.</p>
<p>As a native of New York, Mr. Avedon received his B.A. from Brooklyn College in 1952 and his law degree from St. John’s University in 1954. He also served as an Army Corporal at Fort Bliss from 1954-1956.</p>
<p>After his honorable discharge, Mr. Avedon worked for the Department of Justice in Washington before joining the National Labor Relations Board in 1959. At the NLRB he held a number of positions in Washington, Houston, and Tampa before being appointed as Regional Attorney in Fort Worth in 1977. He served as Fort Worth Regional Attorney until his retirement in 1990 and was a member of the State Bar of Texas for more than 50 years.</p>
<p>Mr. Avedon is survived by his second wife, Josephine Avedon; sister, Micki Avedon; children, Kerri, Lynda, Mark, Robert and Joseph; grandchildren, Misha, Miles, Mia, Ty and Zane.</p>
</div></div></div>Thu, 15 Oct 2015 19:06:36 +0000jkahanek4628 at https://www.nlrb.govJames Skinner Baking to Reinstate 6 Employees, Provide Back Payhttps://www.nlrb.gov/news-outreach/news-story/james-skinner-baking-reinstate-6-employees-provide-back-pay
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>The Fort Worth Regional Office of the National Labor Relations Board (NLRB) announced that James Skinner Baking Company (Employer) agreed to a settlement that includes reinstatement of six employees and payment of back pay totaling more than $112,000. The agreement also grants Bakery, Confectionery, Tobacco Workers and Grain Millers International Union, Local 111 (Union) access to its facility to communicate with employees and posting and reading a NLRB Notice to employees about their statutory rights at its Paris, Texas facility in response to a complaint filed by the NLRB, Region 16 Office in Fort Worth. The Employer is a wholesale production baking company with headquarters in Omaha, Nebraska.</p>
<p>The Union filed unfair labor practice charges alleging the Employer unlawfully:</p>
<ul><li>
Interrogated employees about their own and other employees’ support for the Union,</li>
<li>
Promised employees better benefits in order to discourage them from supporting the Union,</li>
<li>
Implemented a new rule that employees must get permission to visit the facility when off duty,</li>
<li>
Threatened employees with discharge, layoff, loss of benefits, and other unspecified reprisals if they engaged in activities with other employees to protest actions by their manager,</li>
<li>
And disciplined suspended, and fired employees because of their support for the Union and/or their joining together with other employees to improve their working conditions.</li>
</ul><p>The Employer agreed to remedy the alleged unlawful conduct. It and the Union are currently engaged in negotiating a collective bargaining agreement following the Union’s successful organizing campaign in late 2014.</p>
</div></div></div>Tue, 12 May 2015 20:07:22 +0000jkahanek4575 at https://www.nlrb.govINFORMATION ABOUT BOARD REPRESENTATION PROCEDURE CHANGEShttps://www.nlrb.gov/news-outreach/news-story/information-about-board-representation-procedure-changes
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Please join Region 16 to learn about important changes to NLRB representation case procedures on two dates, April 6 and 8, 2015. </p>&#13;
<p>The Region 16 staff will present important information about the implementation of the new procedures at these information sessions. The first session will be conducted on April 6. The presentation will be in person at the Fort Worth Regional Office and by video at the Resident Offices. The information will be repeated on April 8. Two sessions will be conducted to offer participants a choice of dates.</p>&#13;
<p>Date: April 6, 2015</p>&#13;
<p> April 8, 2015</p>&#13;
<p>Time: 2 p.m.</p>&#13;
<p>Place: All 3 Region 16 offices </p>&#13;
<p> </p>&#13;
<p>Please RSVP no later than March 26, 2015 to Magdalena Gonzalez at <a href="mailto:magdalena.gonzalez@nlrb.gov" rel="nofollow">magdalena.gonzalez@nlrb.gov</a> or 817.978.0680.</p>&#13;
<p>For more information about the Final Rule, please visit <a href="/news-outreach/fact-sheets/nlrb-representation-case-procedures-fact-sheet" rel="nofollow">http://www.nlrb.gov/news-outreach/fact-sheets/nlrb-representation-case-p...</a>.</p>&#13;
</div></div></div>Mon, 02 Mar 2015 20:56:45 +0000twatson4483 at https://www.nlrb.govBaylor Health Care System, Scott & White Healthcare Agree to Rescind Alleged Overly Broad Ruleshttps://www.nlrb.gov/news-outreach/news-story/baylor-health-care-system-scott-white-healthcare-agree-rescind-alleged
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>The Fort Worth Regional Office of the National Labor Relations Board (NLRB) today announced that Baylor Health Care System, Scott &amp; White Healthcare agreed to rescind various policies, including its social media policies, which the NLRB considered overly broad, and post and email an NLRB Notice to all of its 35,000 employees throughout Texas in response to a complaint filed by the NLRB, Region 16 Office in Fort Worth. Baylor Health Care System, Scott &amp; White Healthcare provides medical services throughout the state of Texas.</p>
<p>
Three Charging Parties filed unfair labor practice charges with the NLRB Region 16 Office, alleging that Baylor Health Care System, Scott &amp; White Healthcare maintained overly broad policies with regards to social media, government investigations and inquiries, fair treatment, addressing compliance concerns, solicitation and distribution, union-free workplace, personal conduct, and its code of ethical conduct. Region 16 found merit to the allegations and issued a complaint because it deemed that the rules interfered with employees’ Section 7 rights to engage in concerted activity for mutual aid and protection. During the hearing, Administrative Law Judge Keltner Locke approved a settlement agreement resolving the dispute. Under the terms of the settlement, which contained a non-admissions clause, Baylor Health Care System, Scott &amp; White Healthcare agreed to notify employees that it will rescind its policies and post NLRB notices at all of its locations throughout Texas, as well as notify its employees electronically that it rescinded these policies and advising them of their Section 7 rights in the workplace. </p>
</div></div></div>Thu, 12 Feb 2015 21:30:52 +0000jkahanek4466 at https://www.nlrb.govTriumph Aerostructures, LLC Agrees to Reinstate 5 Employees and Pay $204,665 in Back Pay and Lost Benefitshttps://www.nlrb.gov/news-outreach/news-story/triumph-aerostructures-llc-agrees-reinstate-5-employees-and-pay-204665-back
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Triumph Aerostructures, LLC will reinstate five discharged employees to their previous positions at their Grand Prairie, TX facility. In addition, Triumph will pay seven employees $204,665 as compensation for back pay and losses in retirement contributions and other pay and benefits pursuant to charges before the National Labor Relations Board. </p>
<p>The Employer manufactures parts for commercial, military, and business aircraft. The NLRB’s Region 16 Office in Fort Worth issued a complaint on September 29, 2014, alleging that the Employer violated the National Labor Relations Act by failing to bargain in good faith with its employees’ bargaining representative, International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW and its Local Union 848, when it unilaterally implemented changes to its SPA 1700 training program, resulting in the discharge of seven employees.</p>
<p>On January 30, 2015, the parties entered into an informal Board settlement agreement resolving the dispute. As part of the settlement agreement, the Employer will pay $204,665 to seven employees. Nine employees will also have a total of 480 hours of paid leave restored. The Employer will also post a notice in its workplace that addresses the alleged violations and advises employees of their rights under the Act. </p>
</div></div></div>Tue, 03 Feb 2015 21:34:36 +0000awagner4456 at https://www.nlrb.govTravis Transit Agrees to Pay Employees $655,000 in Lost Benefitshttps://www.nlrb.gov/news-outreach/news-story/travis-transit-agrees-pay-employees-655000-lost-benefits
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Over 600 employees and former employees of Travis Transit Management Inc., a wholly-owned subsidiary of McDonald Transit Associates, Inc. (the Employer), who provides fixed route bus service to Capital Metro in Austin, Texas, will receive $655,000 as compensation for losses of retirement contributions, health insurance premiums, out-of-pocket health expenses, and other pay and benefits pursuant to settlement of charges before the National Labor Relations Board. </p>
<p>The NLRB’s Region 16 office in Fort Worth agreed with the Amalgamated Transit Union, Local 1091, AFL-CIO (the Union) that the Employer violated the National Labor Relations Act when, among other acts, it unilaterally implemented changes to its employees’ health insurance benefits and retirement plan contributions at the time it began operations for Capital Metro in 2012. </p>
<p>On November 7, 2014, the Employer and the Union entered into a Board settlement agreement resolving the dispute, which was approved by Administrative Law Judge Ira Sandron, in which the Employer agreed to pay a total of $655,000 as compensation for losses incurred by over 600 employees as a result of the changes to the plans that were implemented without the approval of the Union. The Employer also agreed to post a notice in its workplace that addressed the alleged violations and advised employees of their rights under the Act.</p>
</div></div></div>Mon, 17 Nov 2014 20:17:19 +0000awagner4417 at https://www.nlrb.govTexas New Mexico PowerCompany, LLC and PNM Resources, Inc. Settle in NLRB Case, Will Pay Four Former Employees Nearly $170,000 https://www.nlrb.gov/news-outreach/news-story/texas-new-mexico-powercompany-llc-and-pnm-resources-inc-settle-nlrb-case
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Four employees of Texas New Mexico Power Company, LLC and PNM Resources, Inc., will receive a total of about $170,000 following a settlement in the case.</p>
<p>The NLRB’s Region 16 office in Fort Worth, Texas issued a Complaint on June 30, 2014, alleging that Texas New Mexico Power Company, LLC engaged in unlawful conduct both before and after the International Brotherhood of Electrical Workers, Local 66 (Union) successfully organized its employees. Such alleged unlawful conduct included terminating two employees because of their union activities; failing to negotiate with the Union before terminating another employee; failing to negotiate discretionary discipline with the Union before suspending employees pending investigation; selectively enforcing its rule about hard hat stickers; and threatening apprentices if the Union was elected. The Complaint also alleged that PNM Resources supervisors interrogated an employee about his union sentiments; told him that he could not engage in union or other protected concerted activities; and terminated him because he supported the Union.</p>
<p>In addition to the payment provisions in the settlement agreement, Texas New Mexico Power Company agreed to extend its bargaining obligation with the Union, which is currently negotiating with the power company for a first contract, until December 5, 2014, and agreed to add at least nine additional bargaining dates with the Union. Texas New Mexico Power Company also agreed to allow employees to place union stickers on their hard hats.</p>
</div></div></div>Fri, 10 Oct 2014 17:04:26 +0000awagner4365 at https://www.nlrb.govLyondell Chemical employees vote against union representationhttps://www.nlrb.gov/news-outreach/news-story/lyondell-chemical-employees-vote-against-union-representation
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Employees of Lyondell Chemical Company and Equistar Chemical, L.P. decided in an election conducted by the National Labor Relations Board against represention by the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers, International Union, AFL-CIO-CLC for purposes of collective bargaining. </p>
<p>The NLRB conducted the election on July 1 and 2, 2014. Of the 650 eligible employees, 272 voted for representation by the Union while 321 voted against representation. Eligible employees were the regular hourly full and part time production and maintenance, research and development, and laboratory employees employed by Lyondell Chemical Company and Equistar Chemical, L.P., at the Channelview, Texas facilities. </p>
<p>The National Labor Relations Board is an independent federal agency vested with the power to safeguard private sector employees’ rights to organize and bargain collectively with their employers and to participate in concerted activities to improve their pay and working conditions. </p>
</div></div></div>Tue, 15 Jul 2014 15:33:55 +0000awagner4312 at https://www.nlrb.govState Bar of Texas Office of Minority Affairs - 22nd Annual Texas Minority Counsel Programhttps://www.nlrb.gov/news-outreach/news-story/state-bar-texas-office-minority-affairs-22nd-annual-texas-minority-counsel
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>On Thursday, September 4, 2014, Regional Director Martha Kinard will serve as a panelist at the State Bar of Texas Office of Minority Affairs—22<sup>nd</sup> Annual Texas Minority Counsel Program, in Austin, Texas. Kinard’s presentation will include a discussion of NLRB General Counsel initiatives and the National Labor Relations Act in the non-union workplace.</p>
<p>For more information, click here: <a href="http://www.texasbarcle.com/CLE/AABuy0.asp?sProductType=EV&amp;lID=13199" rel="nofollow">http://www.texasbarcle.com/CLE/AABuy0.asp?sProductType=EV&amp;lID=13199</a></p>
</div></div></div>Tue, 10 Jun 2014 23:00:19 +0000twatson4288 at https://www.nlrb.govSouth Texas College of Law: 27th Annual Employment Law Conferencehttps://www.nlrb.gov/news-outreach/news-story/south-texas-college-law-27th-annual-employment-law-conference
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>On Thursday, July 17, 2014, at the South Texas College of Law: 27<sup>th</sup> Annual Employment Law Conference in Houston Texas, Chairman Mark Pearce will make a presentation about recent developments at the NLRB. A reception honoring Chairman Pearce will follow his presentation. On Friday, July 18, 2014, Regional Director Martha Kinard will join Chairman Pearce in a breakfast roundtable discussion about the NLRB.</p>
<p>For more information, click: <a href="https://www.stcl.edu/cle/27th_employment_law_conference2014.html" rel="nofollow">https://www.stcl.edu/cle/27th_employment_law_conference2014.html</a></p>
</div></div></div>Tue, 10 Jun 2014 22:57:53 +0000twatson4287 at https://www.nlrb.gov